LTC Private RallyPoint Member 66632 <div class="images-v2-count-0"></div>&quot;Toxic&quot; does not necessarily mean that they do anything unbecoming, illegal, or in violation of policy. It refers to the individual&#39;s effect on the culture of an organization. So, discipline and corrective action may be unavailable.&lt;div&gt;&lt;br&gt;&lt;/div&gt;&lt;div&gt;My best approach is to try to assimilate them, but if that does not work then isolate him/her from you and others in the organization, and marginalize his/her effects. We should all be vigilant to distance ourselves from aiding and enabling toxic peers and subordinates.&lt;/div&gt; 2014-02-28T13:07:31-05:00 LTC Private RallyPoint Member 66632

<div class="images-v2-count-0"></div>&quot;Toxic&quot; does not necessarily mean that they do anything unbecoming, illegal, or in violation of policy. It refers to the individual&#39;s effect on the culture of an organization. So, discipline and corrective action may be unavailable.&lt;div&gt;&lt;br&gt;&lt;/div&gt;&lt;div&gt;My best approach is to try to assimilate them, but if that does not work then isolate him/her from you and others in the organization, and marginalize his/her effects. We should all be vigilant to distance ourselves from aiding and enabling toxic peers and subordinates.&lt;/div&gt;

2014-02-28T13:07:31-05:00 2014-02-28T13:07:31-05:00 SFC Robert Trodahl 66648

<div class="images-v2-count-0"></div>I have had a Soldier like that, I looked at is as communication problem. I moved him to another platoon ASA fresh start with the other PSG briefed on the challenges the Soldier posed. It did work out for the best. The Soldier performed and my junior NCOs realized the Troop was a team effort, if they were failing, ask for help.

2014-02-28T13:34:59-05:00 2014-02-28T13:34:59-05:00 1SG Private RallyPoint Member 66658

<div class="images-v2-count-0"></div>Sir,<div>You have hit it on the head. Discipline and corrective action is how I would handle it. Maybe go back to writing a 1000 essay on team work.  </div><div><br></div><div>V/R</div><div><br></div><div>1SG Haro</div>

2014-02-28T13:50:26-05:00 2014-02-28T13:50:26-05:00 Sgt Anthony White 66717

<div class="images-v2-count-0"></div>well if the one who is toxic outranks individuals then it is hard to handle anything<br>

2014-02-28T14:51:12-05:00 2014-02-28T14:51:12-05:00 SFC Private RallyPoint Member 66874

<div class="images-v2-count-0"></div>Sir, I really like how you point out that being "toxic" isn't necessarily an unbecoming action. When I've discussed these matters in open forums, I point out that being "toxic" also includes speaking to an individual in a manner that makes them feel like a rank lower than what they are wearing. We see this a LOT in the recruiting command. I've had 1SGs and SFC peers poke fun at me when they hear me call my office and my conversation with a recruiter goes like "Hey SSG ___, can you give applicant X a call and get this update for me? Ok thanks, let me know when you talk to him". I get laughed at, saying that it's the "kinder, gentle" Army. But I disagree. You don't always have to bark orders at people. It's perfectly fine to show people dignity and respect, it goes a long way and in the end they'll respect you more for it, especially when I'm speaking to another NCO. For the "toxic" leaders who can't seem to catch on, I don't think there's much help. I think in the end, it's going to take a significant emotional event like a formal complaint, an investigation, and some real tough love. I've seen us go through resiliency training, SHARP/EO, professionalism classes, and so forth. But when I look to my left and right, I still see/hear a constant disrespect towards leaders, peers, and subordinates.

2014-02-28T17:49:24-05:00 2014-02-28T17:49:24-05:00 SFC Private RallyPoint Member 67612

<div class="images-v2-count-0"></div> I agree, toxic subordinate can be generally guided and mentored onto a better path, a peer while more difficult will usually respond especially if it's a team effort, involving multiple members of the Chain of Command. I've dealt with a toxic superior, and it was not quite as successful, the main focus here needs to be on successful mission accomplishment, and in doing that the toxic leader benefits from the professionalism of those beneath them, but mission failure is not an option, as they generally have the authority to deliver "pain" on those beneath them. In summary it's a clearer path to success dealing with toxic subordinates and peers, leaders...not so much...mi dos centavos

2014-03-02T03:52:18-05:00 2014-03-02T03:52:18-05:00 Capt Private RallyPoint Member 615690

<div class="images-v2-count-0"></div>The key to turning this around is not punishment, but knowing your people. Find what motivates the subordinate or peer to buy-in to whatever idea you have and, you ALL WORK TOGETHER to achieve the mission. The first step is setting and applying clear standards, and make certain that everyone understands that these standards will not be selective applied. This leads to respect. <br /><br />Then present the problem and solicit their input. If their inputs are misguided, appreciate the effort, then work with them and find a feasible solution. If not critical or time sensitive, allow them to make mistakes and process improve with your guidance. Team work and effective team performance bring loyalty and support . this leads to mission effectiveness. <br /><br /> Be there to guide with intent to use your resources effectively, and show how they are valued. Punishing and marginalizing will be counterproductive. Leaders nurture and invest in the growth of the follower and this becomes a multiplier. "A good leader can improve the performance of even the poor performers; a bad leader can demoralize even the best performer"

2015-04-24T10:32:37-04:00 2015-04-24T10:32:37-04:00 2014-02-28T13:07:31-05:00